Position Title: Human Resource Specialist (Multiple Positions)

Solicitation Number: SOL-OFDA-17-000082

Salary Level: GS-13 Equivalent: $96,970- $126,062

Issuance Date: April 18, 2018

Closing Date: Open and continuous through March 19, 2020 with Seven (7) Review

Periods closing on:

June 15, 2018 at 12:00 P.M. Eastern Time

October 5, 2018 at 12:00 P.M. Eastern Time (Deadline Extended)

December 27, 2018 at 12:00 P.M. Eastern Time

April 18, 2019 at 12:00 P.M. Eastern Time

August 8, 2019 at 12:00 P.M. Eastern Time

December 2, 2019 at 12:00 P.M. Eastern Time

March 19, 2020 at 12:00 P.M. Eastern Time

Closing Time: 12:00 P.M. Eastern Time

Dear Prospective Applicants:

The United States Government (USG), represented by the U.S. Agency for International Development (USAID) Office of U.S. Foreign Disaster Assistance (OFDA), is seeking applications from qualified U.S. citizens to provide personal services as a Human Resource (HR) Specialist under a United States Personal Services Contract (USPSC), as described in the attached solicitation.

Submittals must be in accordance with the attached information at the place and time specified. Applicants interested in applying for this position MUST submit the following materials:

1. Complete resume. In order to fully evaluate your application, your resume must include:

(a) Paid and non-paid experience, job title, location(s), dates held (month/year), and hours worked per week for each position. Any experience that does not include dates (month/year), locations, and hours per week will not be counted towards meeting the solicitation requirements.

(b) Specific duties performed that fully detail the level and complexity of the work.

(c) Names and contact information (phone/email) of your current and/or previous supervisor(s). Current and/or previous supervisors may be contacted for a reference.

(d) Education and any other qualifications including job-related training courses, job-related skills, or job-related honors, awards or accomplishments.

(e) U.S. Citizenship

(f) Optional: How did you hear about this opportunity? (FedBizOps, OFDA Jobs, Career Fair, etc.).

Your resume should contain sufficient information to make a valid determination that you fully meet the experience requirements as stated in this solicitation. This information should be clearly identified in your resume. Failure to provide information sufficient to determine your qualifications for the position will result in loss of full consideration.

2. USPSC Application form AID 302-3. Applicants are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted.

NOTE ABOUT THE DATA UNIVERSAL NUMBERING SYSTEM/SYSTEM FOR AWARD MANAGEMENT REQUIREMENTS

All USPSCs with a place of performance in the United States are required to have a Data Universal Numbering System (DUNS) number and be registered in the System for Award Management (SAM) database prior to receiving an offer. You will be disqualified if you either fail to comply with this requirement or if your name appears on the excluded parties list. The selectee will be provided with guidance regarding this registration.

NOTE: As of March 28, 2018, all new SAM.gov entity registrations will now require a signed notarized letter identifying the authorized Entity administrator for the entity associated with the DUNS number. Additional information on the format of the notarized letter and where to submit can be found via the below Federal Service Desk link:

https://www.fsd.gov/fsd-gov/answer.do?sysparm_kbid=d2e67885db0d5f00b3257d321f96194b& sysparm_search=kb0013183

Additional documents submitted will not be accepted. Incomplete or late applications will not be considered. OFDA reserves the right to select additional candidates if vacancies become available during future phases of the selection process.

Applicants can expect to receive a confirmation email when application materials have been received. Applicants should retain for their records copies of all enclosures which accompany their applications. Your complete resume must be emailed to:

OFDA Recruitment Team

E-Mail Address: recruiter@ofda.gov

Website: www.OFDAjobs.net

Any questions on this solicitation may be directed to OFDA Recruitment Team via the information provided above.

Sincerely,

Renee Newton

Contracting Officer

Solicitation for USPSC Human Resource Specialist (Multiple Positions)

1. SOLICITATION NO.: SOL-OFDA-17-000082

2. ISSUANCE DATE: April 18, 2018

3. CLOSING DATE/TIME FOR RECEIPT OF APPLICATIONS: This solicitation is open and continuous until March 19, 2020. The following are the closing dates for each review period:

June 15, 2018 at 12:00 P.M. Eastern Time

October 5, 2018 at 12:00 P.M. Eastern Time

December 27, 2018 at 12:00 P.M. Eastern Time

April 18, 2019 at 12:00 P.M. Eastern Time

August 8, 2019 at 12:00 P.M. Eastern Time

December 2, 2019 at 12:00 P.M. Eastern Time

March 19, 2020 at 12:00 P.M. Eastern Time

Candidates not selected during a previous review period must reapply in order to be considered for positions available in subsequent review periods. A review period may be cancelled at OFDA’s discretion.

4. POSITION TITLE: Human Resource Specialist

5. MARKET VALUE:

GS-13 equivalent ($96,970- $126,062 – includes locality pay). Final compensation will be negotiated within the listed market value based upon the candidate’s past salary, work history and educational background. Salaries over and above the top of the pay range will not be entertained or negotiated. Candidates who live outside the Washington, D.C. area will be considered for employment but no relocation expenses will be reimbursed.

6. PERIOD OF PERFORMANCE: Two (2) years, with three (3) one-year options

7. PLACE OF PERFORMANCE: Washington, D.C.

8. STATEMENT OF WORK

POSITION DESCRIPTION

BACKGROUND

The Office of U.S. Foreign Disaster Assistance (OFDA) is the office within USAID that is responsible for providing emergency non-food humanitarian assistance in response to international crises and disasters. OFDA is part of the Bureau for Democracy, Conflict, and Humanitarian Assistance (DCHA) and is organized into six divisions.

The Africa (AFD) Response Division and the Asia, Latin America, Europe, and Middle East (ALE) Response Division are responsible for the provision of emergency humanitarian assistance through a grants mechanism to non-governmental organizations (NGOs), international organizations (IOs) including United Nations (UN) agencies and to other partners to ensure the implementation and delivery of this assistance. These divisions also oversee OFDA’s non-response efforts in disaster risk reduction and resilience. AFD and ALE Response Divisions also coordinate with other organizations for the provision of relief supplies and assistance. They devise, coordinate and implement program strategies for a variety of natural and complex disaster situations. Both Divisions encompass groups of operations specialists who provide technical expert capability in assessing the quality and strategic function of disaster response and risk reduction activities. The AFD Response Division is divided into two teams: East and Central Africa (ECA), and Southern, West, and North Africa (SWAN). The ALE Response Division is divided into four teams: East Asia and the Pacific (EAP), Europe, the Middle East, and Central Asia (EMCA), Latin America and the Caribbean (LAC), and South Asia.

The Operations (OPS) Division develops and manages operations for OFDA’s disaster responses by readying people and systems; projecting U.S. Government (USG) humanitarian capacity quickly into the field; and delivering material and technical assistance. The OPS Division maintains readiness to respond to emergencies through several mechanisms, including managing Urban Search and Rescue Teams, coordinating, staffing, training, and equipping Disaster Assistance Response Teams (DARTs), and Washington-based Response Management Teams (RMTs), and stockpiling emergency relief commodities in key locations around the globe to ensure OFDA’s capacity to execute and coordinate USG humanitarian assistance and response to natural disasters and complex emergencies. The OPS Division provides technical guidance and expertise in Disaster Logistics, Urban Search and Rescue, Operations Center management, activation/readiness, Civil-Military Liaison, and Chemical, Biological, Radiological, Nuclear and Explosive Consequence Management. It also provides overseas support to OFDA offices and personnel and to other sectors necessary to ensure OFDA’s capacity to execute and coordinate USG humanitarian assistance and response to natural disasters and complex emergencies. The OPS Division is divided into four teams: the Disaster Assistance Support Program (DASP), Military Liaison Team (MLT), Operations Support Team (OST), and Overseas Administration Team (OAT).

The Program Support (PS) Division provides operational management support, including general administration, budget and financial services, procurement planning, information technology, human resources management including staff care, and contract and grant administration support to OFDA. The PS Division supports OFDA’s mandate by providing innovative solutions in the areas of Information Technology, staffing, funds control, budgeting, human resource management, and procurement to facilitate timely disaster responses. The PS Division is divided into four teams: the Award Change Control Group (ACCG), Human Resources Management Team (HRM), Budget, Finance, and Information Technology (BFIT) Team, and the Acquisition and Management (ACQ) Team.

The Preparation, Strategic Planning and Mitigation (PSPM) Division is responsible for the technical oversight of all OFDA response and mitigation programs, as well as preparation for response, mitigation, and disaster risk reduction activities. The PSPM Division houses technical experts in all sectors potentially affected by disasters, and leads the Agency in developing and promoting best practices for programming in these specific sectors. In addition, PSPM will be the focal point for technological innovations for humanitarian assistance in areas such as monitoring and evaluation, assessment, and information management. The PSPM Division is divided into four teams: Cross-Cutting Sectors Team, Natural Hazards Team, Health Team, and Livelihoods Team.

The Humanitarian Policy and Global Engagement (HPGE) Division assists the DCHA front office, the OFDA Director and OFDA Deputy Director with tracking trends and policy developments in the humanitarian assistance field. It engages in policy dialogue with other parts of USAID, the USG interagency, other donors, multilateral agencies, and NGO partners; recommends strategies for action to DCHA; initiates development of policy and internal guidance for OFDA; maintains global relationships with implementing partners, other donors, and the broader humanitarian architecture; and engages with the UN to advance USG humanitarian policy objectives and promote humanitarian principles within the USG and internationally. The HPGE Division leads OFDA’s communications and social media outreach to effectively communicate OFDA’s story to a variety of strategic audiences. It serves as the office’s primary interlocutor on strategic issues with other federal partners to provide guidance to OFDA on policy issues pertaining to the interagency, and to improve USG humanitarian coordination and response during large-scale crises. The HPGE Division staff manages global programs, policy and outreach, strategic communications, and interagency training and engagement. HPGE is divided into seven teams: Policy Team, Global Programs Team, Strategic Interagency Team, Strategic Communications Team, Interagency Training Team, Public-Private Engagement Team, and the United States Mission to the UN (USUN).

INTRODUCTION

OFDA has a complex and evolving human resources landscape. The office has approximately 450 staff members around the world through a variety of hiring mechanisms including but, not limited to: direct hires (both civil and foreign service), Personal Services Contractors (PSCs), Fellows, Institutional Contractors, Participating Agency Services Agreements (PASAs) employees and interns. Each mechanism operates under its own authorities complete with a unique set of benefits and governing Human Resources (HR) policies. In addition, during the last year, OFDA has been operating at an unprecedented level both in terms of the number and complexity of simultaneous responses such as simultaneously supporting up to three RMTs and four DARTs. This has created both a significant HR challenge for the office in terms of staffing to these high requirements as well as a unique opportunity to increase staffing levels and develop new positions and evolve the nature of other positions. As such, OFDA is undergoing significant growth across all Divisions.

OFDA has established a HR Team within the PS Division to provide comprehensive HR support across all OFDA hiring mechanisms. The complexity and diversity of its hiring mechanisms coupled with the current staffing increases has highlighted the need to dedicate appropriately skilled resources to the management of OFDA’s unique HR requirements.

The HR Team support includes, but is not limited to, the following tasks: providing a full range of comprehensive management advisory/consultative services and assistance for the various OFDA divisions; performing personnel management functions; advising on legal, regulatory and procedural issues related to position management and classification, staffing, recruitment, benefits, performance management, employee relations, workforce planning, staff development and other HR activities; assisting in the recruitment and retention of all OFDA PSCs and other hiring mechanisms; advising OFDA management on personnel issues; assisting in the interpretation and application of USAID Automated Directive System (ADS) policies relating to all HR, human capital, and talent management issues; supporting OFDA’s compliance with annual performance evaluations requirements across all hiring mechanisms; maintaining the OFDA Staff Development SharePoint portal and all related efforts including seminars, brown bags, and other educational opportunities; supporting the agencies automated time and attendance process, Transit Benefits Program and Telework Program; planning and implementing HR outreach activities designed to strengthen the OFDA community; gathering and capturing HR statistical and performance tracking data; conducting research and analysis on a variety of HR related topics and service offerings; participating in HR related projects and managing a specified work stream of activities; assisting with and supporting the HR Document Retention Program; supporting the Workers’s Compensation Program; as needed, assisting in drafting OFDA specific tools, templates and processes for applicable Agency HR policies; providing OFDA’s in-house expertise on best practices in the field of HR, capital and talent management; performing and assisting with workforce planning for steady state operations and response surges; developing training materials and facilitating knowledge transfer to broad audiences; responding to data calls on staffing and general personnel inquiries; performing and assisting with employee on-boarding and exit activities; liaise with OFDA hiring managers on recruitment and hiring activities and provide status reporting; writing HR policies, procedures and guidelines in line with USG requirements; and as needed, liaise with USAID’s Office of Human Capital and Talent Management (HCTM), USAID Staff Care Center, and the Office of Human Diversity, Program, Policy and Management (PPM) and Administrative Management Staff (AMS).

The HR Team will be comprised of one USPSC Team Lead GS-14 equivalent, one USPSC Technical Advisor GS-14 equivalent, and up to five additional supporting staff at the GS-12 and GS-13 equivalent levels. The team will reside within the PS Division, with the HR Specialists reporting directly to the HR Management Team Lead.

OBJECTIVE

OFDA requires the services of multiple HR Specialists at the GS-13 equivalent level in order to operate the daily delivery of HR services and talent management support across all of OFDA’s various hiring mechanisms; including but not limited to civil and foreign service, PSCs, PASAs, fellows, interns, and administratively determined (AD) personnel.

9. CORE FUNCTIONAL AREAS OF RESPONSIBILITY

DUTIES AND RESPONSIBILITIES

OFDA GS-13 Equivalent, HR Specialist will perform the following:

RECRUITMENT & HIRING

• Provide expert technical advice and guidance on complex HR issues related to position classification, staffing, recruitment, and hiring across various hiring mechanisms.
• Advise supervisors in developing accurate position descriptions and assuming responsibility for their technical adequacy for classification purposes.
• Administer recruitment and staffing plan that includes developing and issuing vacancy solicitations, auditing existing position descriptions, determining qualifications, identifying critical skill requirements, participating in evaluation panels, and processing personnel actions.
• Serve as an expert technical advisor to managers on legal, regulatory, and procedural issues related to classification, position management, staffing, recruitment, pay setting, or other HR activities.
• Liaise with hiring managers on recruitment and hiring activities, and provide status reporting as well as troubleshoot problems for all hiring mechanisms.

STAFF DEVELOPMENT

• Conduct benchmark studies on programs and processes which may improve talent management programs.
• Recommend policy, guidance, products, and services that improve the professional knowledge and skills of the workforce.
• Provide expert guidance to management and employees on career development principles, practices, and opportunities; including preparing correspondence to formal and information inquiries.
• Conduct research and provide expert advisory opinions on broad HR topics such as staff development, career track transitioning, cross-training, coaching and mentoring, training, performance improvement, and organizational effectiveness.
• Research, analyze, and develop comprehensive reports on training Return on Investment.
• Assess strategies and provide recommendations for learning and development solutions to ensure OFDA offers a balanced portfolio of cost-effective learning opportunities tailored to meet specific career goals and development needs.
• Support development of OFDA career tracks and the creation of staff development programs.
• Assist with maintaining the OFDA Staff Development SharePoint portal and all related efforts including facilitating or organizing seminars, brown bags, and other educational opportunities.

PERFORMANCE MANAGEMENT

• Serve as an employee and management counselor for any or all areas of performance management, employee relations, performance improvement planning and monitoring, terminations/disciplinary actions, employee awards, teleworking, compensatory time, leave and other related services.
• Support OFDA’s compliance with annual performance evaluations requirements across all hiring mechanisms. Collect and assess annual Evaluation Forms for completeness and compliance, providing recommendations when necessary.
• Collect and review Individual Development Plans and advise employees/supervisors accordingly.
• Partner with managers to design human capital performance enhancement solutions for employee growth aligned with OFDA’s needs.
• Recommend continuous improvements to the performance evaluation process and related tools.

POLICIES & PROCEDURES

• Lead aspects of HR policy management processes and develops and updates policies and procedures for HR and professional development in accordance with federal HR laws, executive orders, regulations, policies, directives, and instructions.
• Provide expert interpretation and application of USAID ADS policies relating to all human resource, human capital, and talent management issues.
• Conduct technical program and policy reviews to evaluate the effectiveness of current policies and practices and develop proposals for improvements.
• Write a wide variety of OFDA customized technical documents including drafting policies, standard operating procedures, job aides, management reports, and other correspondence on a full range of sensitive management issues in alignment with USG requirements. Support the development of an OFDA Employee Handbook.
• Provide comprehensive assessment of core human capital management strategies, policies, procedures, and programs.
• Ensure that management and employees are kept informed of new changes in HR policies, procedures, and programs and of application of changes within OFDA for various hiring mechanisms.
• Provide expert guidance to employees and supervisors regarding operational and/or functional application of HR procedures and any applicable impacts.

WORKFORCE PLANNING

• Recommend strategies to resolve complex problems related to recruitment, job turnover, potential inequities across all hiring mechanisms, long-term and short-term workforce planning, downsizing, and reorganizations while ensuring the legality and propriety of actions taken.
• Plan and coordinate workforce planning initiatives and studies to improve HR Management programs and/or influence policy changes for OFDA that typically involve long-range, highly complex, and often politically sensitive topics.
• Perform workforce planning activities for steady state operations and response surges.
• Determine workforce development needs through analysis of employment and demographic data, current and anticipated missions and programs.
• Identify HR- related operational issues and provide solutions with limited guidance.
• Lead data analysis and assessment of HR trends using qualitative and quantitative program indicators for assigned areas.
• Develop appropriate interventions for management on significant human resource issues and solutions, especially complex problems of program improvement.
• Collect and assemble HR data from various sources for status and demographic reporting as well as statistical tracking to internal clients.
• Conduct comprehensive fact-finding analysis of issues surrounding current situations to identify and clarify problems or relevant issues while mitigating future recurrences.

EMPLOYEE OUTREACH

• Plan, coordinate, and implement a variety of employee outreach events and initiatives aimed at improving employee productivity, morale, and retention.
• Actively participate and/or lead a variety of HR outreach activities for the OFDA community.
• Develop and distribute HR related outreach materials, including writing regular blogs on workforce issues and posting HR- related resources/readings on OFDA Staff Development SharePoint portal. Support the staff development site upgrades and enhancements.
• Prepare and deliver written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with both supervisors and employees.
• Plan and conduct Brown Bags on various complex HR- and workforce- related topics.
• Audit on-boarding materials for relevancy and accuracy; conduct New Hire on-boarding activities and schedule employees’ New Hire Orientation, as needed. Prepare and maintain employee exit checklist.

OTHER MISCELLANEOUS ACTIVITIES

• Plan and manage projects to provide comprehensive management-related services on a variety of complex interrelated HR issues.
• Partner with OFDA managers on a variety of short-term and long-term human capital projects spanning the HR life cycle: strategic human capital management, workforce analysis and planning, recruitment and outreach, career track development, employee development, performance management, coaching and mentoring, awards and compensation practices, and incentive programs.
• Routinely provide intermediate advisory, consultative, and technical services to OFDA program and line managers on a broad range of HR topics that involve complex and controversial issues.
• Formulate HR management recommendations, policies or guidelines; develop supporting documentation and reports; interpret policy and determine applicable Federal laws, rules and regulations governing recruitment, placement of employees, and classification; and carry out work assignments and independent resolve conflicts that arise.
• Respond to complex HR data calls and personnel inquiries.
• Gather information and prepare complex documents in response to data calls or internal audit requests.
• Manage OFDA’s HR Document Retention Program and Filing System.
• Support the agencies automated time and attendance process, Transit Program, and Telework Program.
• Support the Workers’ Compensation Program by ensuring all incident reports are fully completed accurately and troubleshooting with all stakeholders, as needed.
• Serve as liaison, as needed with HCTM, USAID Staff Care Center, PPM and, (AMS).
• As needed, serve on DARTs which may require immediate (within 24 hours) deployment overseas for an extended period of time.
• Sign-up for and serve as needed, on Washington-based RMTs, which provides services and support to DARTs deployed in response to disasters. The duties on RMTs will be varied.
• Serve as the OFDA after-hours duty officer on a rotational basis, for approximately one week every six months.
• As needed, may serve on temporary details within the office to meet operational needs during staff shortages, not to exceed six months. Duties performed while on detail will be aligned with the Team’s existing duties and responsibilities as well as directly related to the scope of work provided.

SUPERVISORY RELATIONSHIP:

The HR Specialist will take direction from and report to the HR Management Team Lead or his/her designee.

SUPERVISORY CONTROLS:

Supervisor sets overall objectives and resource available; the USPSC consults with supervisor to develop deadlines, projects and work to be done. The USPSC is responsible for planning, designing and carrying out assignments, projects, studies or other work. The USPSC is responsible for planning approach or methodology to be used in carrying out assignments.

10. PHYSICAL DEMANDS

The work is generally sedentary and does not pose undue physical demands. During deployment on DARTs (if required), and during site visits, there may be some additional physical exertion including long periods of standing, walking over rough terrain, or carrying of moderately heavy items (less than 50 pounds).

11. WORK ENVIRONMENT

Work is primarily performed in an office setting. During deployment on DARTs (if required), and during site visits, the work may additionally involve special safety and/or security precautions, wearing of protective equipment, and exposure to severe weather conditions.

12. START DATE: Immediately, once necessary clearances are obtained.

13. POINT OF CONTACT: See Cover Letter.

EDUCATION/EXPERIENCE REQUIRED FOR THIS POSITION

(Determines basic eligibility for the position. Applicants who do not meet all of the education and experience factors are considered NOT qualified for the position.)

Bachelor’s degree in HR limited to one of the following: BA or BS in Human Resource Management (HRM), BA or BS in Management with a concentration in HR, BA or BS in Business Administration with a concentration in HRM, Bachelor of Business Administration with emphasis in HR, Organizational Behavior, Labor Relations, Industrial Relations, Organizational Development, or Human Capital Development.

PLUS

Seven (7) years of progressively responsible experience working in the HR field, organization development, and/or human capital and talent management.

AND

HR experience must include at least six (6) years performing at least seven of the following eight duties:

1. Counsel on recruitment and placement;

2. Advise management on processes related to rating and ranking applicants;

3. Advise management on performance management, staff development, employee relations with applicable Equal Employment Opportunity laws or regulations, general employment laws or regulations, and policy changes for various hiring mechanisms;

4. Recommend complex intervention strategies to resolve complex problems related to recruitment, job turnover, long and short-term workforce planning, career development, terminations, awards/incentive programs, work life balance, and reinvention while ensuring the legality and propriety of actions taken;

5. Effectively communicate both orally and in writing to broad audiences, including developing a broad variety of HR documents and facilitating employee trainings;

6. Establish and maintain effective and positive working relationships;

7. Apply position classification and management principles to assist management with the establishment of efficient and effective organizational structures and position descriptions; and

8. Research, interpret, and apply federal civilian HR laws, regulations, policies, and procedures.

In addition, experience in working with a variety of personnel mechanisms such as PSCs and USG direct hires is desired.

OR

Master’s degree in HR limited to one of the following: MA in Human Resource Management, MS in Human Resources (HR), MA or MS in Industrial and Organizational Behavior, MA in Management (MAM) with HR concentration, MBA with concentration in HRM, Organizational Leadership or Leadership Development with HR concentration, Human Capital Development, Organizational Behavior, Labor Relations, or Industrial Relations.

PLUS

Five (5) years of progressively responsible experience working in the HR field, organization development, and/or human capital and talent management.

AND

HR experience must include at least four (4) years performing at least seven of the following eight duties:

1. Counsel on recruitment and placement;

2. Advise management on processes related to rating and ranking applicants;

3. Advise management on performance management, staff development, organizational effectiveness, and policy changes for various hiring mechanisms;

4. Recommend complex intervention strategies to resolve complex problems related to recruitment, job turnover, long- and short-term workforce planning, career development, terminations, awards/incentive programs, work life balance, and reinvention while ensuring the legality and propriety of actions taken;

5. Effectively communicate both orally and in writing to broad audiences, including developing a broad variety of HR documents and facilitating employee trainings;

6. Establish and maintain effective and positive working relationships;

7. Apply position classification and management principles to assist management with the establishment of efficient and effective organizational structures and position descriptions; and,

8. Research, interpret, and apply federal civilian HR laws, regulations, policies, and procedures.

In addition, experience in working with a variety of personnel mechanisms such as PSCs and USG direct hires is desired.

SELECTION FACTORS

(Determines basic eligibility for the position. Applicants who do not meet all of the selection factors are considered NOT qualified for the position.)

● Applicant is a U.S. Citizen.

● Complete resume submitted. See cover page for resume requirements. Experience that cannot be quantified will not be counted towards meeting the solicitation requirements.

● USPSC Application form AID 302-3. Applicants are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted.

● Ability to obtain and maintain a Secret up to Top Secret/Sensitive Compartmented Information level clearance as provided by USAID.

● Must not appear as an excluded party in the System for Award Management (SAM.gov).

● Satisfactory verification of academic credentials.

APPLICANT RATING SYSTEM

The applicant rating system factors are used to determine the competitive ranking of qualified applicants in comparison to other applicants. Applicants must demonstrate the rating factors outlined below within their resume, as they are evaluated strictly by the information provided. The rating factors are as follows:

Human Resources Professional Experience (25 points)

· Experience working with a variety of personnel hiring mechanisms, including, but not limited to, USG Direct Hires, Foreign Service, USPSCs, contractors, consultants, fellows/interns, PASAs, other Interagency Agreements (IAAs), short term contract or temporary employees, private sector personnel, and state and local government personnel. Experience must include, but must not be limited to, the following: employee relations, recruitment/hiring, position classification, performance management, staff development, training development and facilitation, employee rewards and recognition, employee outreach, workforce planning, policy development, benefits coordination, and compensation practices.

· Experience in the following elements of human resources/human capital and talent management: workforce analysis, and development; policy evaluation, interpretation, and application; individual development planning, work-life balance and wellness programs; organizational design, development, and effectiveness; change management; HR data analysis, metrics, quantitative reporting; and employee outreach and morale.

· Familiarity with Office of Personal Management guidelines, Equal Employment Opportunity Act, Code of Federal Regulations, and Federal Acquisition Regulations (FAR) pertaining to USPSCs.

· Experience representing an organization’s human resource interests at operational level forums, such as working groups, planning committees, task forces, and other similar forums.

· Experience researching, reviewing, evaluating, and analyzing the work processes and administrative operations of an organization in order to provide management with detailed recommendations for improving organizational effectiveness as well as ensuring adherence to compliance requirements.

· Experience in developing complex HR intervention strategies/solutions and implementing best practices that appropriately meet the customers’ needs and are supported by both ethical and legal standards.

Oral and Written Communications (10 points)

• Experience must include, but must not be limited to, the following: writing a wide variety of HR documents for various audiences to include: drafting or revising policies or written policy guidance on HR issues; writing vacancy announcements, statements of work or position descriptions; writing comprehensive materials for trainings, briefings, meetings, or conferences; producing written products to explain general to complex and controversial agency policies and programs; writing organizational reports, memoranda, and correspondence for multiple signatures by higher-level officials; devising technical operational guidelines or standard operating procedures; gathering information and preparing summary reports on organizational data, which includes detailed analysis and recommendations.

· Experience must include, but must not limited to, the following: providing verbal technical advice to broad audiences; providing counseling to employees and managers on regulations, procedures, and eligibility determinations; delivering effective presentations or trainings; influencing, motivating, persuading, or negotiating with key stakeholders pertaining to HR related matters; communicating, explaining, or defending ideas or information clearly and adapting to the audience’s level of knowledge or understanding; serving as a change agent in introducing new concepts and processes for HR- related matters and providing technical support through the adoption phase; and actively engaging in a variety of outreach events and activities.

Team Work/Interpersonal Skills (10 points)

· Experience initiating and responding to collaborative efforts across an organization; serving on a cross-functional team to achieve organizational results; working as part of a team in a dynamic, fast-paced, and demanding environment; contributing to teambuilding and to achieving positive team results.

· Experience working on HR issues in a matrix organization where staff might be temporarily reassigned to focus on organizational priorities or where the workforce must regularly expand/contract to meet emergent requirements.

· Experience working in HR for a decentralized organization with a field/headquarters component and/or an organization with international operational requirements.

· Experience establishing and maintaining positive working relationships/professional networking relationships; facilitating amicable resolution of competing or conflicting interests among parties whose cooperation is needed to meet an objective; interacting effectively in situations where frequent changes, delays, or unexpected events arise that cause major shifts in priorities, timetables, or work assignments; persuading and/or inspiring others to adopt new methods, procedures, or techniques to improve operations; and developing trusting, productive working relationships with key stakeholders, subordinates, colleagues, and supervisors to achieve goals and objectives.

Writing Test (10 points)

Interview Performance (40 points)

Satisfactory Professional Reference Checks (5 points)

Total Possible Points: 100